bhel employee welfare
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EXECUTIVE SUMMARY
An organization is made up of four resources, namely men, material, money
and machinery. Of these, the first one id living one, i.e. human resource and
other three are non-living i.e.non human. It is the human/people that make
use of non human resources. Hence, people are the most significant
resources in an organization. It is man who makes all the difference in
organizations. L.F.Urwick had remarked that “business houses are made or
broken in the long run not by markets or capitals, patents or equipments, but
by men”. According to Peter F.Drucker, “ man, of all the resources available
to man, can grow and develop.”
The main objective of this chapter is to present a perspective for human
capital management in the Indian context. Accordingly the meaning,
objectives, scope and functions become the subject matter of this chapter.
Before we define HRM, it seems pertinent to first define the term “human
resources.” In common parlance, human resources mean people. OR
Personnel means the persons employed. Personnel management is the
management of people employed.
Organization may be a manufacturing firm, a business concern, an
insurance company, a governmental agency, social organizations, hospital, a
university and even families. It may be small or large, simple or complex.
An Organization is a human grouping in which work is done for the
accomplishment of some specific goals, or missions
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CONTENTS
CHAPTERS PAGE NO.
CHAPTER-1 3
INTRODUCTION COMPANY PROFILE
CHAPTER-2 33
OBJECTIVES OF THE STUDY
CHAPTER-3 34
RESEARCH METHODOLOGY RESEARCH DESIGN SAMPLE DESIGN DATA COLLECTION LIMITATIONS OF THE STUDY
CHATPER-4 41
DATA ANALYSIS AND INTERPRETATION
CHAPTER-5 63
FINDING CONCLUSIONS SUGGESTIONS
BIBLIOGRAPHY 66
ANNEXURE
QUESTIONNAIRE 68
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INTRODUCTION
Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in
keeping the morale and motivation of the employees high so as to retain the
employees for longer duration. The welfare measures need not be in
monetary terms only but in any kind/forms. Employee welfare includes
monitoring of working conditions, creation of industrial harmony through
infrastructure for health, industrial relations and insurance against disease,
accident and unemployment for the workers and their families.
Labor welfare entails all those activities of employer which are directed
towards providing the employees with certain facilities and services in
addition to wages or salaries.
Labor welfare has the following objectives:
1. To provide better life and health to the workers
2. To make the workers happy and satisfied
3. To relieve workers from industrial fatigue and to improve intellectual,
cultural and material conditions of living of the workers.
he very logic behind providing welfare schemes is to create efficient,
healthy, loyal and satisfied labor force for the organization. The purpose of
providing such facilities is to make their work life better and also to raise
their standard of living.
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Heavy Electrical Plant ,Bhopal is the mother plant of Bharat Heavy Electricals Limited, the largest engineering and manufacturing enterprise in India in the energy-related and infrastructure sector, today. It is located at about 7 kms. from Bhopal Railway station, about 5 kms. from Habibganj Railway station and about 18 kms. From Raja Bhoj Airport. With technical assistance from Associated Electricals (India) Ltd., a UK based company, it came into existence on 29th of August, 1956. Pt. Jawaharlal Nehru, first Prime minister of India dedicated this plant to the nation on 6th of November, 1960. BHEL, Bhopal with state-of-the-art facilities, manufactures wide range of electrical equipments. It’s product range includes Hydro, Steam, Marine & Nuclear Turbines, Heat Exchangers, Hydro & Turbo Generators, Transformers, Switchgears, Control gears, Transportation Equipment, Capacitors, Bushings, Electrical Motors, Rectifiers, Oil Drilling Rig Equipments and Diesel Generating sets. BHEL, Bhopal certified to ISO: 9001, ISO 14001 and OHSAS 18001, is moving towards excellence by adopting TQM as per EFQM / CII model of Business Excellence. Heat Exchanger Division is accredited with ASME ‘U’ Stamp. With the slogan of “ Kadam kadam milana hai, grahak safal banana hai”, it is committed to the customers. BHEL Bhopal has its own Laboratories for material testing and instrument calibration which are accredited with ISO 17025 by NABL. The Hydro Laboratory, Ultra High Voltage laboratory and Centre for Electric Transportation are the only laboratories of its in this part of the world.
BHEL Bhopal's strength is it's employees. The company continuously invests in Human Resources and pays utmost attention to their needs. The plant's Township, well known for its greenery is spread over an area of around 20 sq kms. and provides all facilities to the residents like, parks, community halls, library, shopping centers, banks, post offices etc. Besides,
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free health services is extended to all the employees through 350 bedded (inclusive of 50 floating beds) Kasturba Hospital and chain of dispensaries.
ABOUT US
leading engineering enterprise which supplies all types of equipment for hydro power generation.
A leading turbine manufacturer offering a wide range of Hydro Turbine, Valves, Governors, Turbine and Station Auxiliary systems, Balance of plants for Hydro Power Station and related Services.
Installed manufacturing capacity:2500 MW/annum.
Two units manufacturing hydro turbines.
In the market for more than three decades.
Dedicated shop area of over 100000 sq. meters.
Ultramodern model development and testing facilities.
Sophisticated CAD/CAM facilities.
ISO 9001 Certification.
ASME "Q" stamp for fabrication facilities
BHEL manufactures over 180 products under 30 major product groups and
caters to core sectors of the Indian Economy viz., Power Generation &
Transmission, Industry, Transportation, Telecommunication, Renewable
Energy, etc. The wide network of BHEL's 14 manufacturing divisions, four
Power Sector regional centres, over 100 project sites, eight service centres
and 18 regional offices, enables the Company to promptly serve its
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customers and provide them with suitable products, systems and services --
efficiently and at competitive prices. The high level of quality & reliability
of its products is due to the emphasis on design, engineering and
manufacturing to international standards by acquiring and adapting some of
the best technologies from leading companies in the world, together with
technologies developed in its own R&D centres.
BHEL has acquired certifications to Quality Management Systems (ISO
9001), Environmental Management Systems (ISO 14001) and Occupational
Health & Safety Management Systems (OHSAS 18001) and is also well on
its journey towards Total Quality Management
BHEL has
Installed equipment for over 90,000 MW of power generation -- for
Utilities, Captive and Industrial users.
Supplied over 2,25,000 MVA transformer capacity and other equipment
operating in Transmission & Distribution network up to 400 kV (AC &
DC).
Supplied over 25,000 Motors with Drive Control System to Power
projects, Petrochemicals, Refineries, Steel, Aluminum, Fertilizer, Cement
plants, etc.
Supplied Traction electrics and AC/DC locos to power over 12,000 kms
Railway network.
Supplied over one million Valves to Power Plants and other Industries.
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BHEL's operations are organised around three business sectors, namely
Power, Industry - including Transmission, Transportation,
Telecommunication & Renewable Energy - and Overseas Business. This
enables BHEL to have a strong customer orientation, to be sensitive to his
needs and respond quickly to the changes in the market.
BHEL's vision is to become a world-class engineering enterprise, committed
to enhancing stakeholder value. The company is striving to give shape to its
aspirations and fulfill the expectations of the country to become a global
player.
The greatest strength of BHEL is its highly skilled and committed 42,600
employees. Every employee is given an equal opportunity to develop
himself and grow in his career. Continuous training and retraining, career
planning, a positive work culture and participative style of management ? all
these have engendered development of a committed and motivated
workforce setting new benchmarks in terms of productivity, quality and
responsiveness.
Contribution to various sectors:
Power Generation
Power Generation Sector comprises thermal, gas, hydro and nuclear power
plant business.As of 31.3.2006, BHEL-supplied sets account for 76,741 MW
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or nearly 65 percent of the total installed capacity of 1,18,561 MW in the
country, as against Nil till 1969-70.
BHEL has proven turnkey capabilities for executing power projects from
concept to commissioning. It possesses the technology and capability to
produce thermal sets with super critical parameters up to 1000 MW unit
rating and gas turbine-generator sets of up to 250 MW unit rating. Co-
generation and combined cycle plants have been introduced to achieve
higher plant efficiencies. To make efficient use of the high-ash-content coal
available in India, BHEL also supplies circulating fluidised bed combustion
boilers for thermal plants.
The Company manufactures 220/235/500/540 MW nuclear turbine-
generator sets. Custom-made hydro sets of Francis, Pelton and Kaplan types
for different head-discharge combinations are also engineered and
manufactured by BHEL.
In all, orders for more than 880 utility sets of thermal, hydro, gas and nuclear
have been placed on the Company as on date. The power plant equipment
manufactured by BHEL is based on contemporary technology comparable
with the best in the world, and is also internationally competitive.The
Company has proven expertise in Plant Performance Improvement through
renovation, modernisation and uprating of a variety of power plant
equipment, besides specialised knowhow of residual life assessment, health
diagnostics and life extension of plants.
Industries
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BHEL manufactures and supplies major capital equipment and systems like
captive power plants, centrifugal compressors, drive turbines, industrial
boilers and auxiliaries, waste heat recovery boilers, gas turbines, pumps,
heat exchangers, electric machines, valves, heavy castings and forgings,
electrostatic precipitators, ID/FD fans, seamless pipes etc. to a number of
industries other than power utilities like metallurgical, mining, cement,
paper, fertilizers, refineries and petro-chemicals, etc. BHEL has also
emerged as a major supplier of controls and instrumentation systems,
especially distributed digital control systems for various power plants and
industries.
Transportation
Most of the trains on Indian Railways, whether electric or diesel powered are
equipped with BHEL’s traction propulsion system and controls. The systems
supplied are both with nconventional DC drives and state of the art AC
drives. India’s first underground metro at Kolkata runs on drives and
controls supplied by BHEL. The company also manufactures complete
rolling stock ie. electric locomotives up to 5000 HP, diesel electric
locomotives from 350 HP to 3100 HP for both mainline and shunting duty
applications. BHEL also undertakes retrofitting and overhauling of rolling
stock. In the area of Urban transportation, BHEL is geared up for turnkey
execution of electric trolley bus systems, light rail systems and metro
systems. BHEL is contributing to the supply of electrics for EMUs for
1500V DC & 25 kV AC to Indian Railways. Almost all the EMUs in service
are with electrics manufactured and supplied by BHEL. BHEL has also
diversified into the area of track maintenance machines for Indian Railways.
Renewable Energy BHEL has been manufacturing and supplying a range of
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Renewable Energy systems and products. It includes Solar Energy systems
namely, PV modules, PV power plants, solar lanterns, street lighting, solar
pumps and solar water heating systems. A large number of small hydro
power stations have also been completed. New areas like Wind power
generationetc. are also being explored for entry.
In line with the efforts being made at National level for development of
remote areas, BHEL has commissioned three Stand Alone Solar
Photovoltaic (SPV) power plants of 2x110 KWp and 1x55 KWp capacities
in Sunderbans (WB) which was inaugurated by the Hon’ble President of
India, Dr. A.P.J. Abdul Kalam. India’s largest Solar-Diesel Hybrid Power
Plant of 50 KWp was commissioned at Lakshadweep. 150 sets of Solar
Powered Water Pumping systems of 2 HP rating have also been supplied by
BHEL in Punjab for agricultural purposes.
Oil and Gas
BHEL is supplying onshore drilling rigs’ equipment viz. drawworks, rotary-
table, traveling block, swivel, mast and sub structure, mud systems and rig
electrics and X’mas tree valves and well heads up to a rating of 10,000 psi to
ONGC, Oil India and Private Drilling Companies.
BHEL has also supplied Casing Support System, Mudline Suspension
System and Block Valves to ONGC for offshore application. It also has the
capability to supply complete onshore drilling rigs, super deep drilling rigs,
desert rigs, mobile rig, workover rigs and sub sea well heads. Currently,
BHEL is executing orders for refurbishment and up-gradation of onshore Oil
Rigs from ONGC & Oil India.
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Transmission
BHEL supplies a wide range of products and systems for transmission and
distribution applications. The products manufactured by BHEL include
power transformers, instrument transformers, dry type transformers, shunt
reactors, capacitors, vacuum and SF6 switchgear, gas insulated switchgears,
ceramic insulators, etc. BHEL has developed and commercialized the
country’s first indigenous 36 kV Gas Insulated Substation (GIS) and has
also developed 145 kV GIS which has undergone successful field trials at
Hyderabad. For enhancing the power transfer capability and reducing
transmission losses in 400 kV lines, BHEL has indigenously developed and
executed fixed series compensation schemes and has developed thyristor
controlled series compensation scheme, involving thyristor controlled
reactors, popularly known as Flexible AC Transmission System (FACTS).
BHEL has indigenously developed state of the art controlled shunt reactor
for reactive power management of long transmission lines. With a strong
engineering base, the company undertakes turnkey execution of substations
upto 400 kV and has the capability to execute 765 kV substations. High
Voltage Direct Current (HVDC) systems have been supplied for economic
transmission of bulk power over long distances.
Labor standards
Businesses should uphold the freedom of association and the effective
recognition of right to collective bargaining.
The Government of India has enacted various labour laws to adequately
protect the interest of the working class. These laws are strictly adhered to
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in BHEL. All Heads of BHEL units are required to submit a report
about compliance with different laws. This is done to ensure that the
interests of the workers are protected. Apart from this, BHEL has various
bi-partite fora for workers, where the issues/problems concerning the
workers are discussed and settled. BHEL has also an apex level bipartite
forum wherein representatives of all units of BHEL, along with the Central
Trade Union Organization, to which the Unions are affiliated, are
represented from the workers‘ side and the Management is represented by
Chairman and functional Directors along with the Heads of Units.
The elimination of all forms of forced and compulsory labour
The company does not employ forced and compulsory labour.
The effective abolition of child labour
As per BHEL‘s Recruitment Policy, the minimum age for the employment is
18 years. No person below this age can be employed in BHEL, thereby
ensuring that child labour is not employed in BHEL.
Eliminate discrimination in respect of employment and occupation
Uniform set of rules are mentioned in the ”The Personnel Policy‘ of
BHEL, that apply equally to all employees, irrespective of factors
such as sex, caste, religion, race etc. All recruitments are done in open
manner, giving equal opportunity to all citizens of India without any
discrimination whatsoever.
Environment
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Business should support a precautionary approach to environmental
challenges:
BHEL‘s Health, Safety and Environment policy is aligned to
international standards on Occupational Health & Safety (OHSAS
18001-2007) and on Environment (ISO- 14001-2004). All BHEL
units/regions BHEL including Industry Sector office & a township, located
near New Delhi (NOIDA), besides a hospital in Bhopal unit are certified to
these standards, after stringent audit by an international certifying agency.
Company‘s commitment towards environment conservation continued
with the completion of several Environment Improvement Projects.
These projects helped in creating a pollution œfree environment,
conservation of precious resources like energy, water, fuel oil, coolant,
lubricant beside installation of proper system for storage/handling of
chemical waste, utilizing state of art technologies. Major Environment
Improvement Projects executed during the year included :
Conservation of natural resources, generation of energy from waste
and efficient water management.
Continuing its tradition of bagging prestigious awards, during the year
BHEL plant received the awards for Excellence in Energy
Management from CII, Green Business Centre and Greentech Silver
award.
Undertake initiatives to promote greater environmental responsibility
As part of its commitment towards the society and as a
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responsible corporate citizen, BHEL is involved in a host of
community development programmes in various parts of the country.
Considering BHEL‘s standing and expectation of stakeholders with
regard to Corporate Social Responsibility (CSR), the Company
formally adopted a CSR policy with the following 8 thrust areas and
decided to earmark 0.1% of Profit After Tax (PAT) every year on
CSR activities:
Product Profile
Hydro sets:
Hydro turbines of Kaplan Francies and Pelton types with matching
generators, valves and auxiliaries, reversible pump storage sets. Mini
Micro Hydro sets, Vertical generator, Reversible Pump Turbine, Butterfly
valves, spherical valves for all ranges.
Thermal Sets:
Steam Turbine and generators up to 210 MW, Nuclear Turbines of 236
MW, Marine Turbines for Vanal Frigate with matching condensers and
heat exchangers, Industrial Turbine, Diesel Engines, Rubber Expansion
joints for cooling water systems and Renovation & Modernization of old
thermal sets of BHEL & Non BHEL make.
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Switchgear:
Indoor and Out door circuit breakers for 11 KV and 33 KV
Applications Gas insulated switch gears up to 145 kv class.
Control gear:
a. Control gear for industrial applications with air breaks vacuum
contractors.
b. Traction control gear, control gear equipment for
railways and other traction applications.
c. Control relay panels for power stations and transformer tap
changers application.
Capacitors:
1. Medium voltage and high voltage ratings up to 400 kv systems.
2. Coupling Capacitors up to 400 kv class
3. Surge capacitors for protection.
Industrial machines:
AC Induction Motors of Medium & Large rating for Industrial uses.
AC Squirrel cage and slip ring ranging from 150 to 15000 kW
AC Synchronous and synchronous induction motors ranging from
750 to 15000kw
Alternators for Captive Power Plant from 1.5 mw to 30 mw rating.
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Traction equipment:
1. 2600/2400 & 3100 HP Augmented broad gauge diesel locos
2. 1380/1250 HP meter gauge diesel locos
3. 1500 volt DC locos – AC/DC locomotives
4. 25 KV AC locos
5. 1500 volts DC multiple units for Bombay suburban
6. 25 kVC broad gauge electrical multiple units for Delhi, madras and
Calcutta
7. 1400 HP broad gauge diesel electric shunting locomotives.
8. 6000 HP 3-Phases AC Locomotives (ABB Design), Dual Voltage
(AC/DC) EMUS (3Phase)
9. Mining locomotives
10.Underground Metro Railway Systems
Rectifier, power & electronic equipment:
1. Power rectifier equipment.
2. Thyristor converters for speed control of DC motors industrial
drives.
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3. Power electronics equipment for power station for traction
equipment.
Transformer:
1. Power transformer up to 44kv class and 600 MVA, 3 Phase bank.
2. Current transformers up to 400 kV class.
3. Capacitor voltage transformer up to 220kv class.
4. Electromagnetic voltage transformer up to 220kv class.
Organizations provide welfare facilities to their employees to keep their
motivation levels high. The employee welfare schemes can be classified into
two categories viz. statutory and non-statutory welfare schemes. The
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statutory schemes are those schemes that are compulsory to provide by an
organization as compliance to the laws governing employee health and
safety. These include provisions provided in industrial acts like Factories
Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act
1962. The non statutory schemes differ from organization to organization
and from industry to industry.
STATUTORY WELFARE SCHEMES
The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking
water should be provided.
2. Facilities for sitting: In every organization, especially factories,
suitable seating arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and
should be readily assessable so that in case of any minor accident
initial medication can be provided to the needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are
to be provided in the office and factory premises and are also to be
maintained in a neat and clean condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the
employer so as to provide hygienic and nutritious food to the
employees.
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6. Spittoons: In every work place, such as ware houses, store places, in
the dock area and office premises spittoons are to be provided in
convenient places and same are to be maintained in a hygienic
condition.
7. Lighting: Proper and sufficient lights are to be provided for
employees so that they can work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash
basins with tap and tap on the stand pipe are provided in the port area
in the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for
workers to change their cloth in the factory area and office premises.
Adequate lockers are also provided to the workers to keep their
clothes and belongings.
10.Rest rooms: Adequate numbers of restrooms are provided to the
workers with provisions of water supply, wash basins, toilets,
bathrooms, etc.
NON STATUTORY SCHEMES
Many non statutory welfare schemes may include the following schemes:
1. Personal Health Care (Regular medical check-ups): Some of the
companies provide the facility for extensive health check-up
2. Flexi-time: The main objective of the flextime policy is to provide
opportunity to employees to work with flexible working schedules.
Flexible work schedules are initiated by employees and approved by
management to meet business commitments while supporting
employee personal life needs
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3. Employee Assistance Programs: Various assistant programs are
arranged like external counseling service so that employees or
members of their immediate family can get counseling on various
matters.
4. Harassment Policy: To protect an employee from harassments of any
kind, guidelines are provided for proper action and also for protecting
the aggrieved employee.
5. Maternity & Adoption Leave – Employees can avail maternity or
adoption leaves. Paternity leave policies have also been introduced by
various companies.
6. Medi-claim Insurance Scheme: This insurance scheme provides
adequate insurance coverage of employees for expenses related to
hospitalization due to illness, disease or injury or pregnancy.
7. Employee Referral Scheme: In several companies employee referral
scheme is implemented to encourage employees to refer friends and
relatives for employment in the organization.
Labor welfare has the following objectives:
1. To provide better life and health to the workers
2. To make the workers happy and satisfied
3. To relieve workers from industrial fatigue and to improve intellectual,
cultural and material conditions of living of the workers.
The basic features of labor welfare measures are as follows:
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1. Labor welfare includes various facilities, services and amenities
provided to workers for improving their health, efficiency, economic
betterment and social status.
2. Welfare measures are in addition to regular wages and other economic
benefits available to workers due to legal provisions and collective
bargaining
3. Labor welfare schemes are flexible and ever-changing. New welfare
measures are added to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government,
employees or by any social or charitable agency.
5. The purpose of labor welfare is to bring about the development of the
whole personality of the workers to make a better workforce.
The very logic behind providing welfare schemes is to create efficient,
healthy, loyal and satisfied labor force for the organization. The purpose of
providing such facilities is to make their work life better and also to raise
their standard of living. The important benefits of welfare measures can be
summarized as follows:
They provide better physical and mental health to workers and thus
promote a healthy work environment
Facilities like housing schemes, medical benefits, and education and
recreation facilities for workers’ families help in raising their
standards of living. This makes workers to pay more attention towards
work and thus increases their productivity.
Employers get stable labor force by providing welfare facilities.
Workers take active interest in their jobs and work with a feeling of
involvement and participation.
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Employee welfare measures increase the productivity of organization
and promote healthy industrial relations thereby maintaining industrial
peace.
The social evils prevalent among the labors such as substance abuse,
etc are reduced to a greater extent by the welfare policies
HUMAN RIGHTS
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1) Business should support and respect the protection of internationally
proclaimed human rights.
BHEL’s policies have been meticulously drafted & followed, keeping the
principles of human rights, the Constitution of India, labour laws etc., in mind.
2) Make sure they are not complicit in human rights abuses.
There has been no instance of the company having abused human rights in any
manner.
Labour Standards
3) Businesses should uphold the freedom of association and the effective recognition of
the right to collective bargaining.
The Government of India has enacted various labour laws to adequately protect the
interest of the working class. These laws are strictly adhered to in BHEL. All Heads of
BHEL Units are required to submit a report about compliance with different laws. This is
done to ensure that the interests of the workers are protected.
Apart from this, BHEL has various bi-partite fora for workers, where the issues/problems
concerning the workers are discussed and settled. BHEL has also an apex level bipartite
forum wherein representatives of all Units of BHEL, along with the Central Trade Union
Organizations, to which the Unions are affiliated, are represented from the workers’ side
and the Management is represented by Chairman and functional Directors along with the
Heads of Units.
4) The elimination of all forms of forced and compulsory labour
The company does not employ forced and compulsory labour.
5) The effective abolition of child labour :
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As per BHEL’s Recruitment Policy, the minimum age for the employment is
18 years. No person below this age can be employed in BHEL, thereby
ensuring that child labour is not employed in BHEL.
6) Eliminate discrimination in respect of employment and occupation
Uniform set of rules are mentioned in the ‘The Personnel Policy’ of BHEL, that apply
equally to all employees, irrespective of factors such as sex, caste, religion, race etc. All
recruitments are done in open manner, giving equal opportunity to all citizens of India
without any discrimination whatsoever.
Environment
7) Businesses should support a precautionary approach to environmental
challenges;
BHEL’s Health, Safety and Environment policy is aligned to international
standards on Occupational Health & Safety (OHSAS-18000) and on Environment
Management Systems(ISO-14000). All BHEL units/regions including Industry
Sector office complex in New Delhi besides a hospital in Bhopal unit and BHEL
township, located near New Delhi (NOIDA),are certified to these standards, after
stringent audits by an international certifying agency.
During the year, the process of re-certification on these systems was continued for
number of BHEL Units/Regions. As part of its efforts for development of new
Environment Improvement Projects on sustainable basis, number of initiatives has
been taken by the company during the year 2006-07 & significant among these
are;
To improve quality of ground water & preserving every drop of water, additional
rain water harvesting systems were installed at all the plants & township of the
Company.
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Several tree plantation drives were organized at plants/townships of the company
located across the country , involving the employees and surrounding community,
bringing a total number of trees planted so far up to 3 millions.
- Conservation of natural resources, generation of energy from waste and efficient
water management.
8) Undertake initiatives to promote greater environmental responsibility
As part of its commitment towards the society and as a responsible corporate
citizen, BHEL is involved in a host of community development programmes in
various parts of the country.
BHEL has set up schools for mentally challenged children at its four major units.
These schools, run by BHEL in association with members of BHEL Ladies Club,
cater to the special training required for these under privileged children.
The first such school called `Arivalayam’ was set up by the management in 1977
at its Trichy Plant with technical support from Christoffel Blinden Mission of
Germany. A psychiatrist and psychologist attend to the needs of the children &
speech therapists provide guidance to teachers and parents, periodically.
Vocation training like weaving door mat, screen printing, tailoring, electrical coil
winding, helps these students in integrating with the community and making a
living on their own, besides boosting their self confidence.
- In the area of rural development, BHEL has been playing a proactive role and has
adopted 56 villages all over the country in the vicinity of its major manufacturing
plants. In these villages welfare activities like medical aid, provision of street
lights, drinking water and infrastructure support to schools are undertaken
regularly, benefiting over 80,000 people of these villages.
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Encourage the development and diffusion of environmentally friendly
technologies
The Company has developed and offers products in the area of non-conventional
and renewable sources of energy like wind electric generators, solar photovoltaic
systems, solar heating systems, solar lanterns and battery powered road vehicles.
BHEL has contributed to the national effort for development of far-flung/remote areas on a sustained basis & commissioned three ‘Stand-Alone’ Solar Photovoltaic (SPV) power plants in eastern India- Sunderbans. BHEL’s effort in harnessing renewable energy for the welfare of people living in remote parts of the country was admired by the President of India & West Bengal Renewable Energy Development Authority.
-In addition, India’s largest Solar-Diesel Hybrid Power Plant (50 KWp capacity)– facilitating availability of un-interrupted & environment friendly power for various applications at the world-famous tourist island of Bangaram in Lakshadweep
-150 sets of solar powered water pumping systems commissioned by the company in Punjab in Northern India, catering to the power requirement of 2 H.P. pumps for irrigation purpose.
Anti – Corruption
10. Business should work against all forms of corruption, including extortion and
bribery
In order to prevent corruption, a host of ‘transparency measures’ have been
initiated company wide. To achieve the objective, training programmes, seminars/
onferences & time to time Chief Vigilance Officer’s address to employees are a
regular feature in the Company. Main objective of the Company is to curb
corruption by focusing more on the preventive and educative aspects, rather than
investigative / punitive.
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With a view to reducing corruption, Government of India has enacted “Right To
Information Act” - giving right to all citizens of India to seek information besides
other rights of inspection etc., from all Government controlled institutions and
public organizations. BHEL has taken lead role in implementing all provisions of
the act in letter and spirit.
Employee benefits (also called fringe benefits, perquisites, or perks) are various non-wage compensations provided to employees in addition to their normal wages or salaries.
Employee Benefits are growing in both cost and complexity. Once regarded as "fringe benefits"--minor appendages to basic wages and salaries--they now commonly account for a fourth or more of expenditures on employee compensation.
Furthermore, their increased complexity is a major reason for the growing professionalization of benefits design and administration.
EMPLOYERS’ OBJECTIVES IN PROVIDING BENEFITS:
Enthusing and motivating employees to work harder. Improving staff retention and attraction. To foster good morale. Improving the health and welfare of employees. Being seen as an employer of choice. Reducing workplace stress. Complying with benefits regulations
TYPE OF BENEFITS
Healthcare
Private medical insurance (PMI) Employee assistance
programs (EAPs) Personal accident insurance
29
Healthcare cash plans Subsidized gym membership
Child care Employer funding of childcare
Employer makes full or partial payment for the cost of childcareservices, regardless of location.
On-site childcare Employer manages a childcare facility at the work site.
Off-site care Employers, or a group of employers, manage a childcare facility away from the work site.
Retirement Plans
Defined benefit schemeguarantees a certain payout at retirement, the sum of which is based on an employee's salary and length of employment. Defined contribution schemeis built up through cash contributions from both the employer and the employee. The final fund employees stand to gain, however, is dependent on the stock market performance of their investment choices.
This scheme may include: 401(k) plan Individual Retirement Accounts (IRA) Simplified Employee Pension (SEP)
Insurance Plans◦ Life insurance◦ Health insurance◦ Disability insurance◦ Other
Time-off Plans◦ Sick Leave◦ Vacations◦ Paid holidays
Miscellaneous
30
Work-life balance Telecommuting Subsidized food services Fitness programs Recreational opportunities Education subsidies Financial assistance
BEST BENEFITS PROVIDED BY THE FORTUNE COMPANIES
Type of benefit Description
Health Care Sixteen companies on this year's list pay 100% of their employees' health-care premiums.
Child CareAlmost one-third of the Best Companies (32) offer an onsite child-care center.
Work-Life BalanceThe top 10 Best Companies where employees feel "encouraged to balance their work and personal life."
TelecommutingOf the 82 Best Companies that allow employees to telecommute or work at home at least 20% of the time, these 10 have the highest percentage of telecommuters.
Sabbaticals 22 companies on this year's list offer fully paid sabbaticals.
Unusual PerksThese companies found unusual ways to keep their workers happy.
BENEFITS ADMINISTRATION
31
Absence recordingAbsence can be recorded electronically or on paper. Increasingly large numbers of employers are implementing systems that allow employees or their managers to record absences themselves.
Enterprise resource planning (ERP)ERP software systems integrate key business processes of organizations into a single software system that allows information to flow seamlessly throughout the organization.
Financial calculatorsFinancial calculators allow employees to calculate the value of their own benefits, pensions and share options.
In-house administrationThis is when the benefits are administered by the employer (usually the HR department), rather than outsourced to an external administration company.
IntranetA network based the Internet belonging to an employer, accessible only by employees. An intranet's websites look and act just like websites on the internet, but the firewall surrounding an intranet prevents unauthorized access.
Online administrationAdministering benefits via the internet, where the software is held by a third-party administrator.
Online holiday bookingOnline holiday booking allows employees to access their holiday entitlement records and to request annual leave online.
Outsourced administrationA third-party administrator does the administration of benefits on behalf of an employer.
32
Payroll systemsSoftware that allows employers or payroll providers to process pay information for workforces.
Self-service administration systemsThese allow employees to access their personal details and update records such as a change of name or address
The trends that employee benefits include: Increasing health care costs have driven employers to seek
innovative cost control solutions such as disease management, enabling Internet-based health care tools, establishing a wellness campaign
More number of employers are offering a defined contribution plan.
Most of the administration of benefits is moving online. Outsourcing of benefits continues to appeal
The issues shaping the benefits design: Improving the perceived value of the benefits package. Making the benefits more cost-effective. Communicating the benefits. Improving the staff engagement levels. Matching benefits to employee needs. Complying benefits to legislation
33
OBJECTIVE OF THE STUDY:
Primary Objective :
To study about Employee welfare activity of BHEL.
To study about the facilities of employees in BHEL.
To measure about the adequacy of the training for improving skill &
competency of employees.
Secondary Objective :
To know the recruitment & selection procedures adopted in this
company.
To know about product profile of BHEL
34
RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research
problem. Research methodology constitutes of research methods, selection
criterion of research methods, used in context of research study and
explanation of using of a particular method or technique so that research
results are capable of being evaluated either by researcher himself or by
others. Why a research study has been undertaken, how the research problem
has been formulated, why data have been collected and what particular
technique of analyzing data has been used and a best of similar other
question are usually answered when we talk of Research methodology
concerning a research problem or study. The main aim of research is to find
out the truth which is hidden and which has not been discovered as yet
The research methodology that I undertook for the purpose of this study is
enumerated below-
RESEARCH DESIGN: DESCRIPTIVE
Descriptive studies are well structured, they tend to be rigid and its approach
can not be changed every now and then. Descriptive study can be divided in
two categories:
(A) Cross sectional
(B) Longitudinal
36
Descriptive study are undertaken in many circumstances:
1. when the researcher is interested in knowing the characteristics of
certain groups such as age , profession.
2. when the researcher is interested in knowing the proportion of people
in given population who have behaved in a particular manner, making
projection of certain things.
The objective of this kind of study is to answer the why, who, what, when
and how of the subject under consideration.
I have taken descriptive
because my research includes the knowing the Study of Employee
welfare in BHEL Bhopal
Scope of the Study
Each and every project study along with its certain objectives also have
scope for future. And this scope in future gives to new researches a new
need to research a new project with a new scope. Scope of the study not only
consist one or two future business plan but sometime it also gives idea about
a new business which becomes much more profitable for the researches then
the older one.
Scope of the study could give the projected scenario for a Study of
Employee welfare in BHEL Bhopal
- Factors which I observed while doing project study are following-
HR Practices
Employee welfare
37
Training methodology
Environment of company,
Economic conditions
Tools and Techniques
As no study could be successfully completed without proper tools and
techniques, same with my project. For the better presentation and right
explanation I used tools of statistics and computer very frequently. And I am
very thankful to all those tools for helping me a lot. Basic tools which I used
for project from statistics are-
- Bar Charts
- Pie charts
- Tables
bar charts and pie charts are really useful tools for every research to show
the result in a well clear, ease and simple way. Because I used bar charts and
pie charts in project for showing data in a systematic way, so it need not
necessary for any observer to read all the theoretical detail, simple on seeing
the charts any body could know that what is being said.
Technological Tools
Ms-Access
Ms-Word
Above application software of Microsoft helped me a lot in making project
more interactive and productive.
Microsoft-Excel had a great role in my project, it created for me a situation
of “you sit and get”. I provided it simply all the detail of data and in return it
given me all the relevant information..
38
Microsoft-Access did the performance of my personal assistant who
organizes my all the details of document without disturbing them even a
single time in all the project duration.
And in last Microsoft-Word did help me for the documentation of the project
in a presentable form.
Applied Principles and Concepts
While I started to do the project the main thing which was the matter of
concern was that around what principles I have to revolve my project.
Because with out having any hypothesis and objective we can not determine
that what output or result we are expecting form the project.
And second thing is that having only tools and techniques for the purpose of
project is not relevant until unless we have the principals for which we have
to use those tools and techniques.
Mathematical Averages
Standard Deviation
Correlation
Sources of Primary and Secondary data:
For the purpose of project data is very much required which works as a food
for process which will ultimately give output in the form of information. So
before mentioning the source of data for the project I would like to mention
that what type of data I have collected for the purpose of project and what it
is exactly.
39
1. Primary Data :
Primary data is basically the live data which I collected on field while
doing cold calls with the employees, I shown them list of question for
which I had required their responses. In some cases I got no response
form their side and than on the basis of my previous experiences I filled
those fields.
Source: Main source for the primary data for the project was
questionnaires which I got filled by the employees or some times filled
myself on the basis of discussion with the employees.
2. Secondary Data:
1 Internet ,
2 Books
3 Journals ,
4 Newspaper,
5 Annual report,
6 Database available in the library,
7 Catalogues and presentations.
Statistical Analysis
In this segment I will show my findings in the form of graphs and charts. All
the data which I got form the market will not be disclosed over here but
extract of that in the form of information will definitely be here.
Detail: Size of Data : 100
Area : BHOPAL
Type of Data : 1. Primary 2. Secondary
Industry : BHEL BHOPAL
Respondent : Employees
40
LIMITATIONS OF THE STUDY
This study covers the “The study of Employee welfare in B.H.E.L.
BHOPAL”.
There are so many limitations in this study. Following of them are:-
(i) Collection of primary data-
While collecting the primary data from the employees innumerable
difficulties were encountered. The employees would not readily show
and reveal their desire. Lot of persuasion and efforts were needed to
extract the information required from them. But, still I felt that the
information provided were not quite accurate. Similar was the case of
employees, through questionnaire.
(ii) Collection of secondary data:-
The collection of secondary data on the other hand was by no means an
easy task. The officers and the personnel’s of the organization had to
squeeze out times from their busy schedule to supply the information
needed. The various information supplied has to be analyzed, appreciated
and reconciled to reach and obtain. In order to maintain the policy of
secrecy, some data and information have not been provided with the
authorities of the company.
(iii) Time
During the course of project, the subject is vast and all the information,
statistical data and its other activities can not be collected within a short
span of time.
41
(iv) Finance
Availability of sufficient money is another limitation before the
researcher. Due to the limited action of finance, it had not been possible
to make it depth study in above respect.
(v) Geographical limitation:-
This study was carried out within the geographical limits of place. In
spite of all these limitations, the investigator hopes that the study will
yield dependable and useful result.
42
Table no: 1
Gender
74 74.0 74.0 74.0
26 26.0 26.0 100.0
100 100.0 100.0
male
female
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart no: 1
Gender
Gender
femalemale
Fre
qu
en
cy
80
60
40
20
0
44
Table no: 2
Monthly AIncome
8 8.0 8.0 8.0
45 45.0 45.0 53.0
31 31.0 31.0 84.0
16 16.0 16.0 100.0
100 100.0 100.0
below rs.10000
10000-20000
20000-30000
above 30000
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart no: 2
Monthly AIncome
Monthly AIncome
above 3000020000-3000010000-20000below rs.10000
Fre
qu
en
cy
50
40
30
20
10
0
45
Table No: 3
Education qualification
46 46.0 46.0 46.0
54 54.0 54.0 100.0
100 100.0 100.0
P.G
U.G
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 3
Education qualification
Education qualification
U.GP.G
Fre
qu
en
cy
60
50
40
30
20
10
0
46
Tale No: 4
Marital Status
55 55.0 55.0 55.0
45 45.0 45.0 100.0
100 100.0 100.0
married
Unmarried
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart no: 4
Marital Status
Marital Status
Unmarriedmarried
Fre
qu
en
cy
60
50
40
30
20
10
0
47
Table No: 5
Years of Experience
8 8.0 8.0 8.0
26 26.0 26.0 34.0
20 20.0 20.0 54.0
26 26.0 26.0 80.0
20 20.0 20.0 100.0
100 100.0 100.0
Less than 1yr
1-2 yrs
2-3yrs
3-4yrs
Above 4yrs
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart Mo: 5
Years of Experience
Years of Experience
Above 4yrs3-4yrs2-3yrs1-2 yrsLess than 1yr
Fre
qu
en
cy
30
20
10
0
48
Table No: 6
I'm happy iwth my work place
30 30.0 30.0 30.0
39 39.0 39.0 69.0
18 18.0 18.0 87.0
8 8.0 8.0 95.0
5 5.0 5.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 6
I'm happy iwth my work place
I'm happy iwth my work place
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
50
40
30
20
10
0
Interpretation:
From the above table it is clear that 30% respondents strongly agree
and 39% respondents agree that they are happy with their work place
only 13% disagreed and 18% have no idea towards their work place.
49
Table No: 7
Chart No: 7
safety measures provided by the company
safety measures provided by the company
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
40
30
20
10
0
Interpretation:
From the above table it is evident that the safety measures
provided by the organizations are good as 28 and 31% of the
respondents agree with that and only 11& 6% disagreed and 24%
neither agreed nor disagreed.
50
safety measures provided by the company
28 28.0 28.0 28.0
31 31.0 31.0 59.0
24 24.0 24.0 83.0
11 11.0 11.0 94.0
6 6.0 6.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Table No: 8
My supervisor is not partial
18 18.0 18.0 18.0
30 30.0 30.0 48.0
15 15.0 15.0 63.0
19 19.0 19.0 82.0
18 18.0 18.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 8
My supervisor is not partial
My supervisor is not partial
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
40
30
20
10
0
Interpretation:
From the above table it is evident that the supervisors are not
partial to the employees as 18% strongly agreed and 30% agreed to
the question but 19% disagreed and 18% strongly disagreed this level
is quite high compared to other questions.
51
Table No: 9
I'm satisfied with the refreshment facilities
9 9.0 9.0 9.0
20 20.0 20.0 29.0
30 30.0 30.0 59.0
26 26.0 26.0 85.0
15 15.0 15.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 9
I'm satisfied with the refreshment facilities
I'm satisfied with the refreshment facilities
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
40
30
20
10
0
Interpretation:
From the above table it is clear that the employees are not
satisfied with the refreshment facilities offered by the company as 26%
of respondents disagreed and 15% strongly disagreed and 30% neither
agreed nor disagreed and only 29% agreed.
52
Table No: 10
We are provided with the rest and lunch room and they are good
8 8.0 8.0 8.0
16 16.0 16.0 24.0
22 22.0 22.0 46.0
34 34.0 34.0 80.0
20 20.0 20.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 10
We are provided with the rest and lunch room and they are good
We are provided with the rest and lunch room and they are good
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
40
30
20
10
0
Interpretation:
From the above table it is quite evident that 24% strongly
disagreed and 30% of the respondents disagreed and 22% neither
agreed nor disagreed and only 24% of the respondents are satisfied
with the rest and lunch room provided.
53
Table No: 11
The parking space for our vehicles are satisfactory
4 4.0 4.0 4.0
9 9.0 9.0 13.0
24 24.0 24.0 37.0
32 32.0 32.0 69.0
31 31.0 31.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 11
The parking space for our vehicles are satisfactory
The parking space for our vehicles are satisfactory
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
40
30
20
10
0
Interpretation:
From the above table it is clear that respondents are not satisfied
with the parking facilities provided by the company as 31% of
respondents strongly disagreed and 32% of respondents disagreed and
only 13% of respondents are satisfied with the parking facilities and
24% have neither agreed nor disagreed.
54
Table No: 12
I'm satisfied with the first aid facilities
5 5.0 5.0 5.0
12 12.0 12.0 17.0
31 31.0 31.0 48.0
31 31.0 31.0 79.0
21 21.0 21.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 12
I'm satisfied with the first aid facilities
I'm satisfied with the first aid facilities
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
40
30
20
10
0
Interpretation:
From the above table it is clear that employees are not satisfied
with the first aid facilities as more than 52% ( 31% disagree and 21%
strongly disagree) disagreed and only 17% agreed and 31% of
respondents neither agreed nor disagreed.
55
Table No: 13
I'm satisfied with the loan facilities and other personal welfare faclities offered bythe company
7 7.0 7.0 7.0
12 12.0 12.0 19.0
30 30.0 30.0 49.0
34 34.0 34.0 83.0
17 17.0 17.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 13
I'm satisfied with the loan facilities and other personal welfare faclit
I'm satisfied with the loan facilities and other personal welfare faclit
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
40
30
20
10
0
Interpretation:
From the above table it is quite clear that respondents are not
satisfied with the loan facilities offered by the organization as 34% of
respondents disagree and 17% of respondents strongly disagree 30%
of respondents neither agree nor disagree and only 19% are satisfied
with the loan facilities.
56
Table No: 14
I fell I'm paid a fair amount for the work i do
15 15.0 15.0 15.0
39 39.0 39.0 54.0
25 25.0 25.0 79.0
13 13.0 13.0 92.0
8 8.0 8.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 14
I fell I'm paid a fair amount for the work i do
I fell I'm paid a fair amount for the work i do
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
50
40
30
20
10
0
Interpretation:
From the above table it is evident that the respondents are
satisfied with their salary as 39% agree and 15% strongly agree. Only
`3% disagree and 8% strongly disagree, 25% neither agree nor
disagree.
57
Table No: 15
I'm satisfied with the chances for my promotion
27 27.0 27.0 27.0
43 43.0 43.0 70.0
13 13.0 13.0 83.0
9 9.0 9.0 92.0
8 8.0 8.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 15
I'm satisfied with the chances for my promotion
I'm satisfied with the chances for my promotion
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
50
40
30
20
10
0
Interpretation:
From the above table it is quite clear that employees are
satisfied with their chances for promotion as 43% agree and 27%
58
strongly agree. Only 9% disagree and 8% strongly disagree, 13%
neither agree nor disagree
Table No: 16
The salary we receive are good as other organizations offer pay to their employees
27 27.0 27.0 27.0
37 37.0 37.0 64.0
26 26.0 26.0 90.0
6 6.0 6.0 96.0
4 4.0 4.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 16
The salary we receive are good as other organizations offer pay to their
The salary we receive are good as other organizations offer pay to their
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
40
30
20
10
0
Interpretation:
From the above table it is quite clear that the salary in this
organization is at par to the industry as 37% agree and 27% strongly
agree. Only 6% disagree and 4% strongly disagree, 26% neither agree
nor disagree.
59
Table No: 17
I'm satisfied with the allownaces provided by the organization
19 19.0 19.0 19.0
42 42.0 42.0 61.0
21 21.0 21.0 82.0
11 11.0 11.0 93.0
7 7.0 7.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No:17
I'm satisfied with the allownaces provided by the organization
I'm satisfied with the allownaces provided by the organization
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
50
40
30
20
10
0
Interpretation:
From the above table it is clear that the employees are satisfied
with the allowances and other benefits provided by the organization as
42% agree and 19% strongly agree. Only 11% disagree and 7%
strongly disagree, 21% neither agree nor disagree.
60
Table No: 18
My supervisor motivates me to increase my efficiency at times when i'm notproductive
18 18.0 18.0 18.0
44 44.0 44.0 62.0
18 18.0 18.0 80.0
13 13.0 13.0 93.0
7 7.0 7.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 18
My supervisor motivates me to increase my efficiency at times when i'm n
My supervisor motivates me to increase my efficiency at times when i'm n
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
50
40
30
20
10
0
Interpretation:
From the above table it is evident that employees boss motivates
the employee when he is unproductive and help him to be productive
as 44% agree and 18% strongly agree. Only 7% strongly disagree and
7% disagree, 18% neither agree nor disagree.
61
Table Nio: 19
Communication seems good within this organization
26 26.0 26.0 26.0
39 39.0 39.0 65.0
17 17.0 17.0 82.0
10 10.0 10.0 92.0
8 8.0 8.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 19
Communication seems good within this organization
Communication seems good within this organization
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
50
40
30
20
10
0
Interpretation:
From the above table it is clear that communication seems good in this
organization as 39% agree and 26% strongly agree. Only 10% disagree
and 8% strongly disagree. 17% neither agree nor disagree.
62
Table No: 20
Chart No: 20
Work assignments are explained clearly to me
Work assignments are explained clearly to me
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
50
40
30
20
10
0
Interpretation:
From the above table it is evident that respondents are quite
happy with the way work assignments are explained as 41% agree and
17% strongly agree. Only 10% strongly disagree and 17% agree, 15%
neither agree nor disagree.
63
Work assignments are explained clearly to me
17 17.0 17.0 17.0
41 41.0 41.0 58.0
15 15.0 15.0 73.0
17 17.0 17.0 90.0
10 10.0 10.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Table No: 21
Overall I'm satisfied with my job
21 21.0 21.0 21.0
33 33.0 33.0 54.0
25 25.0 25.0 79.0
15 15.0 15.0 94.0
6 6.0 6.0 100.0
100 100.0 100.0
strongly agree
agree
neither agree nordisagree
disagree
strongly disagree
Total
ValidFrequency Percent Valid Percent
CumulativePercent
Chart No: 21
Overall I'm satisfied with my job
Overall I'm satisfied with my job
strongly disagree
disagree
neither agree nor di
agree
strongly agree
Fre
qu
en
cy
40
30
20
10
0
Interpretation:
From the above table it is evident that Overall satisfactions of
the respondents are good as 33% agree and 21% strongly agree. Only
6% strongly disagree and 15% disagree and 25% neither agree nor
disagree.
64
Findings:
The descriptive statistics table helps us to derive satisfaction level of
employees on various factors:
The respondents are satisfied with the environment and nature of work
factors as their mean value is near to 2.50
The respondent’s relationship with the superiors and colleagues are
quite good as their mean value is 2.36 is an agreeable level.
The Respondents are not provided with proper welfare facilities that’s
the reason the mean value is quite high at 3.46 levels which is
disagree level.
The communication and motivation of employees by their superiors in
this organization is reasonable as the mean value is 2.57.
The Pay and promotion activities in this organization is also good as
their mean value is 2.4
The Respondents are overall satisfied with their job as their mean
value is 2.54 which is an agreeable level.
The Parking facilities provided by the organization are not good that’s
why most respondents disagree with this question.
The refreshment facilities are also need to be improved because most
of the employees are dissatisfied on this factor.
65
The Rest room facilities in the company are not good and they are not
satisfied with the lunch facilities
SUGGESTIONS
Company should do changes in terms of authority & freedom.
Company should abate the work load.
Company should increase the level of salary and Benefits.
Company should provide best level of training to employees.
Upper management should maintain relationship with the employees.
Management Should give holidays for proper relaxation.
To keep building positive image of the organization in front of its HRD must
take initiative surveys and taking an action on their results in other areas as
well.
Every programmme must have its own evolution criteria depending on the
content of programme.
Management must brief the people about the ongoing surveys officially
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CONCLUSION
Bharat heavy electronic limited is one of the India most dynamic and
successful company which has already attained ISO 9000 certification for
quality management and ISO 14001 certification for environment
management.
It was really worth doing in this company as this project has raised my
knowledge, about various employee welfare during six week period of my
project and giving an exposure towards corporate world.
According to my study and analysis in the end I would like to conclude my
project that overall employee benefit programme was at satisfactory level
even there are few modification (as suggested) are needed which would
make the employee benefit programme more effective and productive.
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BIBLIOGRAPHY
By the help of Books
Human Resource Management
(C.B.Gupta)
Business Environment written By
“ Francis Cherunilam “
Marketing Management written BY
“ Phillip Kotlar”
By the Help of Manuals
BHEL Report of 2008-9
By the help of Websites
www.Bhel.com
www.bhelbhopal.com
www.google.com
www. Wikkipedia.com
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Questionnaire
“A study on Employee welfare in BHEL BHOPAL”
1. Name: ……………………………………………………………………………………
2. Age: ………………3. Gender: Male Female
4. Monthly Income:A) Below Rest. 10,000 B) 10,000- 20000 C) 20,000-30000 D) Above 30,000
5. Education Qualification: A) Under graduation B) Post – graduation
6. Marital StatusA) Married B) Unmarried
7. Years of experience:A) Less than 1yr B) 1-2 yrs C) 2-3 yrs D) 3-4 yrs E) Above 4yrs
Please indicate your level of agreement in connection with various factors:
Strongly agree 2. Agree 3. Neither agree nor disagree 4. Disagree 5. Strongly Disagree
Work Environment and nature of workS. No
Particulars 1 2 3 4 5
1. Working hours are convenient for me2. I’m happy with my work place3. The lighting and other arrangements in
the office are satisfactory4. I feel I have too much work to do5. I’m satisfied with the safety measures
provided by my company
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Relationship with supervisors and colleagues S. No
Particulars 1 2 3 4 5
6. My relationship with my supervisor is cordial
7. My supervisor is not partial 8. My supervisor considers my ideas too
while making decision9. I’m satisfied with the support from my
co-workers10. People here have concern for one
another and tend to help one another
Welfare Facilities
S. No
Particulars 1 2 3 4 5
11 I’m satisfied with the refreshment facilities
12 We are provided with the rest and lunch room and they are good
13 The parking facilities provided for our vehicles are satisfactory
14 I’m satisfied with the first aid facilities15 I’m satisfied with the Loan facilities and
other personal welfare benefits offered by company
Pay and promotion
S. No
Particulars 1 2 3 4 5
16 I feel I’m being paid a fair amount for the work I do
17 I’m satisfied with my chances for promotion
18 The salaries we receive are good as other organizations pay to their employees.
19 I’m satisfied with the allowances provided by my organization
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Communication and motivation
S. No
Particulars 1 2 3 4 5
20 I feel that my Boss motivate me to achieve the organization goal
21 My supervisor motivates me to increase my efficiency at times when I’m not productive
22 Communication seem good within this organization
23 Work assignments are explained clearly to me
Job factors
S. No
Particulars 1 2 3 4 5
24 I love my job and to work in this organization
25 My work life is meaningful26 I consider that my work is valuable in
attaining my organizational goals27 I have adequate opportunity to use my
ability28 Overall, I’m satisfied with my job
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